Organizational Behaviout & HR Management

PART A

How can employees evaluate the fairness of an authority’s decision making?

Highly motivated stuff is a key to company’s success. If we think about this more deeply, we’ll see that ideally, there are two main parts of personal motivation: “love what you do and love where you work”. If the first part is more connected with personal qualities, the second one is obligatory need to be managed by company’s administration.

One of the most important things for human’s motivation is a feeling of your importance for a company and fair authority’s decisions. The fairness is mainly a subjective category. But its influence to the motivational level is dramatically high. Thus, John Stacey Adams developed his Equity Theory, according to which an employee’s motivation is affected by whether the employee believes that their benefits or rewards are at least equal to the amount of the effort that they put into their work (Adams,1965).

Each employee always evaluates what he gives and what he receives from a company. Adams categorized employment benefits and rewards as outputs (for example, salary, bonuses, his (her) efforts recognition, work promotions, etc.) and an employee’s work effort as inputs (for example, working hours, duties and responsibilities, the work commitment demonstrated by the employee, his (her) loyalty). Everyone comparing himself with co-workers, if some type of inequity is seeing here, the motivational level decreases. Some companies are using evaluative questionnaire to have a chance to react if fairness evaluation level is low.

Concerning more objective methods, we can analyze things on which results of authority’s unfair decisions can influence, for example, personnel turnover rates. There are a variety of methods for an employee to evaluate company’s fairness. It is important for top-management to observe and notice every changes of this factor to increase the company’s efficiency.

Organizations impart certain types of knowledge to employees through formal training whereas some forms of information cannot be communicated through such trainings. Identify and compare the two types of knowledge these information represent.

“New knowledge is the most valuable commodity on earth” – said Kurt Vonnegut. Knowledge is a great part of our development and professional success, but we can receive them from different resources. Knowledge can be classified as explicit and tacit. Explicit knowledge consists of rules, facts, notes, and policies – anything that can be codified in paper, electronic or verbal forms. It’s easy to store and to share. A lot of organizations focus on their development and explication. It can be simply explained and transferred to others, for example via formal trainings and manuals. However, tacit knowledge usually is more important. By contrast to explicit, tacit knowledge defies recording. This term was create by Michael Polanyi and describes more a process than a separate type of knowledge. It’s the process that joining explicit knowledge together. For example, if you work with some type of complicated process – designing globally important equipment, you can know what to do – just reading a manual. Moreover, you can understand why you should do …
Posted by: Wyatt Defelice

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